Internal mobility is on everyone’s lips… but still too rarely put into practice.
And yet, the reality is clear: 59% of employees will need to be reskilled by 2030 (source: World Economic Forum).
In this context, the question is no longer how to “train more”, without a clear purpose. The real challenge is to “make better use of” and invest in the potential of existing employees—potential that is often underestimated.
Upskilling and internal mobility—respectively, developing new skills and changing roles within the organisation—are essential levers to transform the challenge of reskilling into a genuine opportunity for internal growth.
The three key shifts pushing us to rethink career paths
1. The growing complexity of jobs
Career paths are no longer linear. Technical skills evolve rapidly, becoming fragmented and increasingly complementary. What used to be a specialisation is now a baseline, while transversal skills become a competitive advantage.
2. Shifting employee expectations
People are no longer simply looking for a job. They are seeking a journey—one with purpose, opportunities, the chance to learn continuously, and to envision their future.
3. The limitations of top-down mobility systems
Manual matching processes and volunteer calls are showing their limits. They are too slow, too subjective, and disconnected from real employee aspirations.
Today, 77% of employers are investing in upskilling, but how many of them have a real internal mobility strategy in place?
From hidden potential to purposeful mobility
Transforming career paths requires the ability to look beyond a CV or visible experience. What truly makes a difference today are often invisible factors: an employee’s actual motivation, learning ability, and transferable skills.
Yet traditional workforce planning tools and development reviews often struggle to capture these essential elements.
This is precisely where predictive matching approaches offer a step change. They are based on:
- Reliable assessments paired with personalised feedback
- Scoring tailored to your roles and company culture
- Identification of cognitive and behavioural compatibility
- Clear visibility over alternative career paths adapted to each individual profile
In this way, career changes are no longer experienced as imposed by the market or organisation, but as genuine opportunities.
Mobility becomes an informed choice, aligned with both business needs and personal aspirations.
Training alone is not enough.
What your employees expect is clarity of direction, meaning, and feedback—so they can commit to a long-term journey.
This is precisely what we will explore in our Innovation Weeks webinar: "Reinventing career paths: From forced retraining to chosen mobility"
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